For years, the conversation around gender equity has centered on empowering women. However,  it is not resonated enough that real change cannot happen without the active participation of men. Since men still hold the majority of leadership and decision-making roles, they have a critical role in building inclusive workplaces.

To put this into perspective using the tech sector as an example – women hold less than 15% of leadership positions. This means that in most decision-making rooms, the overwhelming majority are men. Expecting women to fight for a seat at the table without support from the inside is not merely unjust but ineffective.

At WE LEAD, we constantly emphasize that women already possess the skills, knowledge, and drive to succeed in any industry. The issue isn’t about fixing women – it’s about changing the systems that have historically excluded them. That includes fostering allyship and engaging the people who hold the keys to decision-making spaces. 

Simply put, we need men in leadership to actively open the door to diverse voices. They must recognize the value of diversity, equity, and inclusion – not as buzzwords, but as essential drivers of innovation and progress.

Of course, upskilling women is valuable, but on its own, it will not bring the systemic change we need.

Of course, upskilling women is valuable, but on its own, it will not bring the systemic change we need.

Stories of #EverydayAllies

At WE LEAD, we don’t discuss allyship; we see it in action. We work alongside men leaders who embody true allyship – not just in words, but through bold, decisive action. Here are just a few examples:

• Leaders Fighting for Fair Promotions, ensuring a colleague returning from maternity leave receives the raise she deserves despite initial opposition.
• Allies Breaking Down Barriers, inviting women into decision-making spaces and amplifying their voices.
• Colleagues Speaking Up When a Woman is Interrupted, ensuring she has the floor to share her thoughts.
• Managers Shutting Down Inappropriate Comments and Behaviors, setting a new standard for workplace respect and accountability.

These actions might seem small, but collectively, they shift workplace culture and drive lasting change.

However, allyship isn’t just about being a good samaritan – it is also a key trait of successful leaders. The numbers prove it:

• Companies with a strong allyship culture make 87% better decisions
• They experience 50% higher retention rates
• They drive 19% more innovation

Here’s how you can drive change:

• Listen and Learn: Engage in open, honest conversations with women about their experiences. Self-educate on gender biases and systemic barriers.
• Speak Up: Challenge bias when you see it—whether it’s an interrupted colleague, an unfair promotion process, or a microaggression in the workplace.
• Sponsor and Mentor: Use your influence to advocate for women’s career growth. Recommend them for leadership roles, fund their initiatives, and open doors.
• Create Equitable Policies: Advocate for fair hiring, promotion, and parental leave policies that support gender equity.
• Push for More Flexibility: Ensure that flexible work environments remain the norm, supporting employees with caregiving responsibilities – especially working mothers.

And remember, although progress has been made, the global landscape is not always optimistic. We continue to see setbacks – countries rolling back women’s rights, limiting their autonomy, and making them invisible in decision-making spaces. Conflicts across the world are often decided by rooms full of men, shaping futures without diverse perspectives.

Imagine the impact if even a small percentage of these men became true allies – actively advocating for diverse voices at the table, challenging exclusion, and recognizing their responsibility in shaping our collective future. The ripple effect would be enormous.

An inclusive future starts with allyship. What role will you play?